PLEA gratefully acknowledges our primary core funder the Law Foundation of Saskatchewan for their continuing and generous support of our organization.
Understanding what behaviours are workplace harassment or violence, options for responding to workplace harassment or violence and the obligations of people in the workplace regarding harassment and violence is an essential part of creating a harassment-free workplace.
Federally regulated workplaces are covered by:
These laws protect employees in the workplace from harassment and violence and impose obligations on employers to take action to prevent and deal with workplace harassment and violence.
Employees in unionized workplaces can have additional protections under their Collective Agreement. A Collective Agreement cannot take away any rights an employee has under other laws.
* If you do not work for a federally regulated employer such as a bank or an airline you can take the online training for provincial workers: Workplace Harassment Prevention Training: Provincial Workers.
After completing this training employees will understand:
In 2020 the Canadian Labour Congress with its partners conducted a nationwide survey on harassment and violence in Canadian workplaces. The initial report, Harassment and Violence in Canadian Workplaces: It’s [Not] Part of the Job released in 2022 contained these findings:
When someone is sexually harassed in the workplace, it can undermine their sense of personal dignity. It can prevent them from earning a living, doing their job effectively, or reaching their full potential. Sexual harassment can also poison the environment for everyone else. If left unchecked, sexual harassment in the workplace has the potential to escalate to violent behaviour.
Employers that do not take steps to prevent sexual harassment can face major costs in decreased productivity, low morale, increased absenteeism and health care costs, as well as potential legal expenses.
— Ontario Human Right Commission
This module covers how workplace harassment and violence are defined under federal laws, conduct covered by these laws, the role of consent and what is not considered harassment or violence.
This module provides a summary of the laws and policies that workplace harassment and violence violate, as well as looking at the roles of various people in the workplace and options for people who have been harassed or witnessed harassment in the workplace.
This module covers what needs to be included in a Harassment and Violence Prevention Policy, how employees can use the policy and the workplace training that must be provided about harassment and violence.
The Workplace Harassment and Violence Prevention Regulations create a process for reporting and dealing with workplace harassment or violence. Employers can also have additional processes to deal with workplace violence or harassment.
This module outlines the process for making a discrimination complaint under the Canadian Human Rights Act when there has been workplace harassment based on a prohibited ground.
This module has information about when workplace harassment or violence can be a crime.
This module covers the rights and remedies unionized employees have regarding workplace harassment or violence.
The Regina Public Library and Saskatoon Public Library are hosting free Law Fair events during Saskatchewan Access to Justice Week to connect people with free legal information, assistance, and support. Attend to acquire legal knowledge and to broaden awareness of legal rights and responsibilities!